Warren Buffett has repeatedly mentioned that mentorship can be important in the development of one’s career, including one’s own.
During his time at Columbia University, Buffett was fortunate to have Benjamin Graham as a teacher and mentor. in the introduction of the book security analysisBuffett writes that Graham “changed my life.”
Furthermore, Buffett has always advised that success depends on surrounding yourself with the right people. he said:
“Choose colleagues whose behavior is better than yours and you will move in that direction.”
This is a good life lesson about imbibing the qualities of successful people to move forward from us. Because when you do that, you increase your influence and network.
As the famous saying goes, we are the average of the five people we spend the most time with. Be sure to connect with people who can potentially help you learn new things, grow, and advance your career.
Taking Buffett’s Advice at Work
While Buffett’s advice is good for one’s personal growth, we need to elevate this conversation to the growth of an organization.
Leaders need to incorporate mentoring as part of an ongoing strategy to develop their own employees. When you bring mentorship to the workplace, people have tangible opportunities to expand their skills, social interactions that will open new doors, and visibility from an increased network. However, mentorship is not a monthly luncheon or a formal contract. It really is about having someone to motivate you, and who is willing to invest in and work with you.
Here’s the rub. according to career optimism indexIn a University of Phoenix survey of 5,000 employees and 500 employers nationwide, 91 percent of employers believe their employees have someone in their professional lives to advocate for them, but only 63 percent of employees actually Agree.
“Employers can bridge this gap by offering both formal and informal mentoring opportunities within the workplace,” says University of Phoenix provost John Woods. Build a support system, encourage counseling, and enable peer advocacy important because they nurture connections.” “When employees feel connected to each other and to their organization, while they are learning and growing, it creates a sense of belonging, which leads to connectedness and retention.”
These days, no two workforces look alike. If you are transitioning back to the office, it is really important to implement a mentorship program to encourage employees to come into the office and also to ensure that young workers make connections throughout their careers.
Finally, to make sure your people don’t give up during the Great Reset, remember this: Good leaders use one-on-one conversations to mentor and coach, rather than just “manage.” They ask powerful questions to accelerate learning and they take the time to enhance the development of their employees by exposing them to new roles. This is what high-achieving employees crave these days to continue developing and building on their strengths.